6 Key Tips on Giving Constructive Feedback



The importance and benefits of giving constructive feedback to employees is widely acknowledged and recognised, as it acts as a catalyst for future aspiration, growth and development.


Contemporary thinking suggests approaching such conversations with a 'feed-forward' mindset, shifting the focus from negative criticism to optimism, through the identification of opportunities to progress and further grow.


Giving Feedback


1. Practice giving feedback often and soon it will become a habit.


2. Praise good performance right away.

3. When difficult feedback is required, talk with the employee within a few days of the poor performance event. Give yourself the opportunity to gain a balanced perspective and gather factual details, so as to ensure the feedback you provide is objective.


4. If you have managed an employee for a while, you may have drawn conclusions about them, whether favourable or not. It is important that you do not let these conclusions lead you astray during a feedback conversation.


5. Avoid character attacks, as they provide no useful information and don't offer actionable or tangible ideas for positive change.


6. An alternative strategy is to:


a. Identify and articulate the specific behaviour causing concern;

b. Identify and articulate the impact of that behaviour;

c. Identify what is required to change;

d. Throughout the conversation, be clear, specific, respectful and avoid prejudging the intent of why the employee behaved a certain way.


If you would like to hear more about how to conduct critical conversations, please reach out and I will happily step you through a range of effective strategies.


E: hrconsult@outlook.com.au

M: 0403 902 952

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Certified Australian HR Institute Member
E: hrconsult@outlook.com.au
M: 0403 902 952